Question 1

What is Mission Performance?

Accepted Answer

Mission Performance is a UK-rooted human performance consultancy. We help organisations measure where capability is leaking, train the skills that actually move performance, and sustain the change after the programme ends. We are not a generic training catalogue.

Question 2

What does a human performance consultancy do?

Accepted Answer

It finds the few human capabilities that actually move results, builds them, and makes the new behaviour hold. Mission Performance covers leadership, coaching, communication and human performance under one roof, then uses Coach as a private thinking partner after the programme ends.

Question 3

How does Mission Performance turn learning into performance?

Accepted Answer

The loop is Measure, Train and Sustain. Measure finds the few capabilities driving results. Train builds those capabilities. Sustain keeps the new behaviour alive through coaching and Coach, a private thinking partner. The loop is the point of the work.

Question 4

Who is Mission Performance for?

Accepted Answer

Operators and investors in high-stakes environments: energy, healthcare, defence, professional services and other places where people have to perform when it counts. If the strategy depends on human performance, we are in range.

Question 5

How do I book a call with Mission Performance?

Accepted Answer

Book a call. We’ll learn your needs and find the best fit and programme for you. Use the form on this site, or call 02393 877634.

Question 6

Who is Mission Performance?

Accepted Answer

A UK-rooted human performance consultancy, founded in 2000. For 25 years we have built capability and strengthened cultures in service of our clients’ strategies — a B Corporation focused entirely on the human side of performance, delivered anywhere in the world.

Question 7

Who founded Mission Performance?

Accepted Answer

Rob Lewis and Chris McLeod. Both are graduates of the Commando Training Centre Royal Marines. After leaving the Corps they built the firm around leadership, coaching, communication and human performance — practitioners, not professional trainers.

Question 8

Is Mission Performance a B Corp?

Accepted Answer

Yes. Certified B Corporation status is independent proof that doing right by people and planet is wired into how we work, not bolted on.

Question 9

Where does Mission Performance work?

Accepted Answer

We deliver where you operate — from Japan to Algeria, Ghana to Ecuador, Chile to Nigeria and beyond, across every continent and into some of the remotest places our clients work. The experience travels with us.

Question 10

Are Mission Performance consultants trainers?

Accepted Answer

No. The team are drawn from performance backgrounds. None are professional trainers; all are practitioners in their chosen field, with a track record in high-profile, high-pressure work.

Question 11

How do I book a Mission Performance consultant?

Accepted Answer

Book a call. We’ll learn your needs and find the best fit and programme for you. Use the form on this site, or call 02393 877634.

Question 12

Who should I book if I do not know the team?

Accepted Answer

Book a call. We’ll learn your needs and find the best fit and programme for you.

Question 13

Can I book a coach or facilitator by name?

Accepted Answer

Book a call and we’ll find the best fit. You can still read the team directory to see the people behind the work.

Question 14

What happens after I book a conversation?

Accepted Answer

We read the note, check the fit, and come back to you. If the problem is not one we should take, we will say so. If it is, you will speak with the practitioner named on the profile, or the director who should own it.

Question 15

Who works at Mission Performance?

Accepted Answer

Operators, coaches and facilitators — not a catalogue of subcontracted trainers. The directory groups founding directors, practice leads, senior practitioners, consultants and associates. Open a profile to see the work they do.

Question 16

How does Mission Performance work?

Accepted Answer

The loop is Measure, Train and Sustain. Measure finds the few capabilities driving results. Train builds those capabilities. Sustain keeps the new behaviour alive through coaching and Coach, a private thinking partner. The loop is the point of the work.

Question 17

What is the Mission Performance Loop?

Accepted Answer

Measure targets the work. Train transforms it. Sustain locks it in. Together they become precision transformation: we earn the right to go deep because we already know where to start.

Question 18

Is Mission Performance a training company?

Accepted Answer

No. We are a performance consulting partner. Training companies sell activity. We contract on the human performance your strategy depends on, and we will say if we are not the right firm for the problem.

Question 19

Do you put your fee on the result?

Accepted Answer

We put our fee on the result. That changes how we work: we move faster, and we go deeper on the few human capabilities that actually move performance. When the conditions are right, we will bill the result.

Question 20

How does Mission Performance sustain behaviour after a programme?

Accepted Answer

For over 25 years we have known that learning only creates value when it leads to real-world behaviour change. We embed learning through one-to-one coaching, team coaching, facilitated follow-up sessions, internal action learning, capstone projects, and Coach — a private thinking partner trained on your organisation’s own IP.

Question 21

Does Coach replace human coaches?

Accepted Answer

No. Coach works alongside your human coaches, not instead of them, so skills and behaviours are applied, sustained and scaled across larger populations.

Question 22

What is executive coaching at Mission Performance?

Accepted Answer

Coaching that changes how people behave at work, delivered by EMCC-aligned practitioners who have led under pressure themselves. Pathways cover one-to-one executive coaching, team coaching, coaching as a leadership style, EMCC accreditation, and Coach as a private thinking partner.

Question 23

How do you match someone with a coach?

Accepted Answer

We conduct non-binding chemistry sessions depending on the client and context to ensure a good fit.

Question 24

Do you only coach executives?

Accepted Answer

No. We field 30-plus accredited coaches face-to-face and virtually, and we build coaching capability inside your organisation so the culture sustains itself after we have gone. That includes leaders becoming coaches, team coaching, and EMCC-accredited programmes.

Question 25

How do you measure whether coaching worked?

Accepted Answer

The client defines and owns success. Teams set their own outcomes and track progress. Organisations judge through a range of measures — for one global recruitment client, a shift to a more coaching style of leadership that retains and unlocks people through better dialogue.

Question 26

What is leadership development at Mission Performance?

Accepted Answer

Multi-year leadership pipelines from early career to the executive floor. In over 300 programmes we have helped organisations develop leadership capacity at exec, mid and early levels, including talent programmes for high-potential leaders.

Question 27

Who is leadership development for?

Accepted Answer

Organisations that need a leadership pipeline, not a one-off course. We have specific expertise in talent programmes for high-potential early- and mid-career leaders, and in work where the stakes are real.

Question 28

How do you deliver leadership programmes?

Accepted Answer

This begins in the design phase. We choose the right tools for the learner’s context: self-paced theory, live virtual coaching, face-to-face workshops to practise skills, then virtual coaching to support implementation. Access to technology and operational routines decide the mix.

Question 29

How do you measure leadership programme impact?

Accepted Answer

We start from the business case, then define the moments where new behaviour must be visible. Measures differ by practice. Each client agrees the outcomes before we design the work.

Question 30

What is leadership communication training at Mission Performance?

Accepted Answer

Communication as a performance lever, not a soft skill. We develop leaders and teams who communicate with clarity and influence in the moments that move performance — sales, leadership, customer service and presentations.

Question 31

Do you work with sales teams?

Accepted Answer

Yes. For 15 years we have worked with high-performing sales teams globally, building trust, a customer-centric mindset and relationships first. We work with sales individuals, teams, managers and leadership teams whose sales relationships are critical to the outcome.

Question 32

How do you help leaders communicate in a crisis?

Accepted Answer

We teach and coach leaders to keep things simple and tailor the message to each audience. We coach them to be themselves, communicate authentically, share a vision, understand their people, and have the courage to confront difficult decisions and act.

Question 33

How do you help leaders keep complex ideas simple?

Accepted Answer

By keeping the messaging simple and attuned to each audience’s needs. We work with global sales teams across geographies, teaching a replicable set of behaviours and a common vocabulary so teams stay aligned across functions and locations.

Question 34

What is human performance and crew resource management training?

Accepted Answer

Non-technical skills for energy, drilling and other high-hazard work. Human factors and CRM that hold up on the job. Serious incidents in high-hazard industries remain overwhelmingly driven by human and organisational factors, not a lack of procedures or technology.

Question 35

Does Mission Performance work in energy and drilling?

Accepted Answer

Yes. Work includes human factors and crew resource management in safety-critical drilling, safety leadership in high-risk operations, and leadership pipelines in national energy organisations. Mission Performance is an IADC approved provider.

Question 36

How do you measure the impact of human factors training?

Accepted Answer

Through pre-defined outcomes linked to reported incidents and near misses. We use the client’s own measurement tools to track progress, and we may suggest refinements to that data.

Question 37

How do you make human factors skills stick?

Accepted Answer

We build internal capability by training company specialists, refresh each accredited person every one to two years, and coach individuals and operational teams. Bitesize content supports in-the-moment application. We make the programmes part of the culture, not the bureaucracy.

Question 38

What is a Capability Gap Indicator?

Accepted Answer

A performance intelligence system that finds the capabilities driving your results. Refined over 25 years, and faster than conventional consulting in part because we use AI to compress the diagnostics. The family covers more than 40 capabilities across four performance areas.

Question 39

How is a Gap Indicator different from a self-assessment survey?

Accepted Answer

Self-assessment surveys ask individuals to rate themselves. A Gap Indicator aggregates organisation-wide data to diagnose systemic capability gaps and their root causes, so you can see where performance is leaking before you spend on another programme.

Question 40

Do you only diagnose?

Accepted Answer

This page is the diagnostic. The model is designed for resurvey and measurable capability movement aligned to operational KPIs. Train and Sustain sit next in the loop once you know which few capabilities to build.

Question 41

What happens after a capability assessment?

Accepted Answer

Findings are analysed against operational KPIs — incident rates, yield, waste, margin, conversion and audit data — so behavioural maturity is linked to measurable results. Then we train exactly those capabilities and sustain the change.

Question 42

What is the Sales Capability Gap Indicator?

Accepted Answer

A performance intelligence system that reveals hidden commercial risk and opportunity. It shows where the system is holding you back before problems show up in the numbers.

Question 43

What does the Sales Capability Gap Indicator measure?

Accepted Answer

Nineteen capabilities across five groups, covering the full sales effectiveness lifecycle: lead generation and pipeline, opportunity management, forecasting, growth and collaboration, territory insight, risk and margin, plus human sales capabilities such as trust, rapport, value articulation, negotiation and conversion.

Question 44

Who is the Sales Capability Gap Indicator for?

Accepted Answer

Sales leaders who need to see where execution diverges from intent. It compares leadership assumptions with frontline reality and pins down where value is being lost across the system.

Question 45

What is EMCC coach certification with Mission Performance?

Accepted Answer

An EMCC-accredited online programme that fast-tracks experienced people managers to a professionally accredited coach. Successful graduates gain an internationally recognised designation with EMCC Global at Foundation or Practitioner level.

Question 46

Is the EMCC programme for me?

Accepted Answer

Yes, if you have a minimum of five years’ experience as a manager, team leader or HR professional, holding one-to-one developmental conversations with your direct reports or colleagues.

Question 47

What level is the EMCC training?

Accepted Answer

It is delivered at EMCC Global’s Practitioner level of competence, assessed as equivalent to Level 5 on the European Qualifications Framework and to the International Coach Federation’s Associate Certified Coach. Depending on experience and commitment, you are awarded Foundation or Practitioner on completion.

Question 48

How long does EMCC coach certification take?

Accepted Answer

Six months. Total qualification time is 75 hours, including homework and practice. Modules are spaced so you can work with practice clients and gather feedback.

Question 49

What is Coach by Mission Performance?

Accepted Answer

A private thinking partner you can talk or type to, whenever you need it. It only uses Mission’s coaching method and your company’s own approved material — your procedures, standards and language — so people can practise the real work long after the course ends.

Question 50

Is Coach a chatbot?

Accepted Answer

No. It may look conversational, but its purpose is not general conversation — it is consistent behavioural change at scale. A generic chatbot answers prompts. Coach reinforces specific behavioural standards and translates learning into role-relevant action.

Question 51

Why not just use ChatGPT?

Accepted Answer

ChatGPT generates information from open, uncontrolled sources. It has no memory of your context, no coaching discipline and no understanding of your organisation’s standards or language. Coach reinforces behaviour from a closed, validated knowledge base, builds context over time and challenges rather than just answers.

Question 52

Is Coach private and secure?

Accepted Answer

What individuals say to Coach is private to them. Managers cannot see it. HR cannot see it. IT cannot see it. Security includes multi-factor authentication, role-based access, encryption in transit and at rest, full audit logging, and continuous monitoring aligned to SOC 2 and ISO 27001.

Question 53

Can Coach be set up for our organisation?

Accepted Answer

Yes — this is central to what makes Coach different. It can be configured by role, function, site, business unit and operating context, and anchored to your language, standards and frameworks. Mission Performance handles setup, knowledge-base configuration and user onboarding.

Question 54

How does Mission Performance ensure that their leadership development and coaching approach is tailored to individual and organisational needs, considering the diverse industries they serve?

Accepted Answer

We give precedence to individuals in any program of learning. We invest time in understanding them, their teams and their work environments. Once we have understood correctly, we tailor our delivery to them and ensure we align with organisational outcomes.

Question 55

In what ways do Mission Performance incorporate continuous learning and development into their own organization, aligning with their mission to inspire learning in others?

Accepted Answer

We encourage our team by funding ongoing personal and professional development. We have recently subsidised EMCC (G) coaching, SDI 2.0, AGILE practitioner and CRMi accreditations. We practice what we preach.

Question 56

How does Mission Performance leverage technology in their training programs to create modern and engaging learning experiences?

Accepted Answer

We design and deliver hybrid learning programs. We are deploying virtual instructor/coach-led sessions, bespoke video walls, self-paced learning and face-to-face workshops to build programs of learning. For more extensive programs, we can supply content for your learning platforms or host the learning on our award-winning Promote platform. We combine different methods to deliver the best learning experience dependent on the learner’s practical access to technology. Some of our operational and manufacturing clients do not have access to technology, so we must meet them in their world to give them the best learning experience.

Question 57

How does Mission Performance ensure that their training solutions are adaptable to different cultural contexts, inclusive and tailored to individuals from diverse backgrounds and experiences?

Accepted Answer

As a B Corporation, we are audited against the highest ethical and sustainable best practices standards. We deliver on every continent and often have multiple nationalities and cultures in any learning space. We take time to understand our audiences and provide services in tune with their values.

Question 58

Can Mission Performance provide examples of successful programs that have resulted in tangible improvements in leadership or operational efficiency?

Accepted Answer

We would typically walk you through examples of our work when we meet. In the meantime, examples of client success can be found on the case study sections on this site.

Question 59

How does Mission Performance approach integrating soft skills and technical training ensure a well-rounded employee development experience?

Accepted Answer

We do not deliver process or technical skills, but we ensure that we understand the technical elements and context of any learner role to ensure that our services force multiply any technical curriculum.

Question 60

What metrics or success indicators do Mission Performance use to measure the impact of their leadership development programs on individuals, teams, and organizations?

Accepted Answer

Given we have four practice areas, these measures will differ for each.

Question 61

How does Mission Performance ensure that its leadership philosophy and values are effectively integrated into an organisation’s culture and leadership structure?

Accepted Answer

This happens in the very earliest stages of the client relationship. The working relationship is key, and early discussions will soon determine if there is chemistry to underpin a productive working relationship. Once this rapport and understanding have been established, the relationship will be based on safety and honesty that will ensure that the culture’s key tenets are enhanced and those less desirable tenets are called out and addressed.

Question 62

Can Mission Performance provide more information on how they blend in-room, virtual, and online training to meet diverse learning preferences and needs?

Accepted Answer

This begins in the design phase. Understanding the learner and their context is key to an effective program. Their access to technology, operational demands, working routines will all play a part. We choose the right tools for the job. We typically deploy self-directed or self-paced learning to introduce the theoretical elements of the program. We then schedule virtual live coaching sessions to share and explore the theoretical content and its application. We would practice skills, develop strategy in face-to-face workshops, and use virtual coaching to support ongoing implementation. This extends to our partners such as the SDI 2.0, where we use their excellent platform to direct our learners’ attention to connect and share appropriately.

Question 63

Can Mission Performance share more about their methodologies to challenge individuals and teams while ensuring a safe and supportive learning environment?

Accepted Answer

We begin each program by establishing the right learning environment by discussing Psychologically safe practices. When we deploy our experiential solutions, we take great care to ensure all capabilities are accounted for, and the challenge is primarily through choice.

Question 64

How does Mission Performance stay updated and adaptive to industry changes and new leadership paradigms?

Accepted Answer

Our diverse team work with a diverse range of clients globally. We share these experiences when designing and delivering specific programs. We also attend online and face-to-face conferences, and we remain current through our professional accreditations.

الأسئلة الشائعة

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Chris McLeod

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